Pack of FIVE : Industry-recognized HR training Courses

Overview: In this webinar, you'll learn techniques to deal effectively with these problem children so they either become productive members of your team or go away.

• Who takes up more of your time than any other employees?
• Who keeps you awake at night, wondering what they'll do next?
• Who distracts you and your team from its mission?
• Who do you wish would "get with the program?"
• Who do you wish would just "go away?"

That's right - EMPLOYEES FROM HELL. Want to do something about them? In this dynamic webinar, Larry Johnson will give you:

• A simple method for diagnosing aberrant employee behaviors
• 6 key steps to confront unacceptable behaviors
• Follow-up tactics that ensure problems get solved for good

It has been said that people are your greatest resource - and it's true. Great organizations are made up of great people. It is also true, however, that:

• One non-performer can lower the standards of performance for everyone
• One bad actor can affect the morale of those around him
• One disruptive character can make life miserable for those who work with her and especially for you

Areas Covered in the Session:

• Determining Your Strategy
  • Creating a culture of positive accountability
  • A fresh approach to rewarding the behaviors you want
  • One question that will tell you how to proceed
  • Three factors you must consider to determine if the person is worth the energy required to save them
  • Keep them or fire them - a simple method for calculating the trade-offs
• Conducting The Intervention
  • Preparing yourself so you're likely to succeed
  • Six steps to follow that will raise the odds your EFH will change
  • Do's and Don'ts that will reduce the odds you’ll end up in court
• Following Up
  • The "Ross Perot" technique for dealing with behavioral slippage
  • When and how to cut your losses
  • Respite for your conscience - why you shouldn't beat yourself up for doing what's right

Who Will Benefit:

• Anyone who works with other people

Overview: Managing other people is never easy, but some employees make it particularly difficult. When an employee's negative attitude is not addressed properly, other team members become resentful, they lose respect for you as a leader, and they may develop their own negative attitude.

No leader wants a difficult or toxic employee on their team, however, it's something all leaders need to be prepared to address should it arise. Challenging employees can try a manager's patience and drain a lot of time and energy. Turning things around takes skillful management and patience.

How you and your team effectively deal with negative and difficult team members can mean the difference between having a toxic, drama-filled workplace, and an engaged, collaborative, and productive organization.

Under stress and surrounded by uncertainty, some members of our team become negative and resistant, and are simply more difficult to deal with. Successful leaders know that reducing the drama within their team depends on being able to understand and respond appropriately to their behaviors.

Learn successful strategies and tips for building a positive, productive workplace by knowing WHAT to focus on to move these interactions forward, HOW to effectively respond, and WAYS to manage the impact of their behavior. Identify challenges associated with managing difficult employees, control your own feelings effectively, and create a positive work environment. Quickly and effectively address, coach, and counsel employees with difficult attitudes in order to improve their behavior.

Why you should Attend: After this webinar, you will be able to identify challenges associated with supervising difficult employees, manage your own feelings effectively, create a positive work environment for all, respond positively to challenging employees, and treat them fairly. End frustration. Act rather than react, and ensure a respectful, effective, and collaborative team.

Areas Covered in the Session:

• Develop an understanding for those exhibiting typical difficult attitudes in order to effectively meet their needs and move the interactions forward
• Utilize various verbal and non-verbal communication techniques and situational strategies that you can use to de-escalate and effectively handle difficult people
• Uncover the secret to moving difficult conversations forward
• Utilize a Model for Conversations about Difficult Attitudes
• Know how to act, not react, in solving situations so that you can lead with more confidence, feel less stress, and gain more success in working and interacting with your team

Who Will Benefit:

• Anyone with Managerial or Leadership Responsibility

Overview: Transition from Peer to Supervisor can be very difficult for most newly promoted supervisors. Many are not equipped with the tools to successfully transition. This session will equip newly promoted supervisors with tools and techniques to communicate more effectively, gain trust, set boundaries, provide constructive feedback, and motivate employees for results. Today's workforce is experiencing high turnover and disengaged employees. It is a known fact that employees quit managers-to avoid turnover it is critical to have the appropriate skills to retain employees.

Why should you Attend:
If you are a newly promoted supervisor that has the responsibility of supervising previous coworkers or peers this course is for you. Do you find it difficult setting boundaries, communicating effectively, building trust and respect, and providing feedback to peers and coworkers? These are some of the challenges newly promoted supervisors face with their new position. This session will provide participants with tips on how to overcome the pitfall most newly promoted supervisors face.

It is a known fact supervising others is difficult especially if they are previous coworkers and peers. Participant in this session will learn how to effectively manage coworkers and peers, how to motivate to achieve result and mostly importantly how to respect your new role as a supervisor.

Areas Covered in the Session:

• How to Communicate more Effectively as a Supervisor
• When to be Flexible and when to Stand Firm
• Steps to Build Trust and Gain Respect
• How to Develop your Own Personal Management Style
• How to Set Boundaries with Coworkers/Peers
• How to Deal with Uncomfortable Situations
• How to Motivate Others to Achieve Results

Who Will Benefit:

• Managers
• Supervisors
• Leaders
• Human Resource Professional
• Shift Leaders or Team

Overview: This 1-hour course is designed to provide an in-depth understanding of OSHA's reporting requirements for workplace injuries and illnesses. The Occupational Safety and Health Administration (OSHA) mandates that all employers, regardless of size or industry, maintain accurate records of workplace injuries and illnesses. In this course, participants will learn the essential components of OSHA's reporting requirements. They will understand what incidents qualify as recordable, the timeline for reporting, and the specific data elements that must be included in the report. Additionally, the course will cover the most common mistakes and pitfalls employers encounter when completing OSHA reports.

This course is intended for HR professionals, safety managers, and any individual responsible for workplace safety and regulatory compliance. At the end of the course, participants will have a clear understanding of OSHA's reporting requirements, how to comply with them, and the tools to create a safe and healthy work environment.
In this course, Brenda will:

• Provide an introduction to OSHA reporting requirements
• Help attendees understand what are recordable incidents
• Include a mandated timeline for reporting
• Review specific data elements required in OSHA reports
• The common mistakes and pitfalls to avoid
• A free reference tool to manage your in-house reporting compliance

Why you should Attend:
Human resources professionals looking to foster a secure and healthy workplace should strongly consider attending the training on OSHA's reporting requirements. This invaluable workshop will provide them with all the necessary knowledge, tools, and confidence required for proper injury/illness recording procedures that comply with regulations - helping their organization avoid any costly penalties due to mistakes or negligence in record-keeping.

The benefits of such an investment go far beyond compliance as it enables HR leaders to create a culture of safety & well-being among staff, one where people feel protected against harm both physically and mentally!

Areas Covered in the Session:

• Identify what incidents qualify as recordable under OSHA regulations
• Understand the timeline for reporting workplace injuries and illnesses
• Create accurate and complete OSHA reports
• Avoid common mistakes and pitfalls when completing reports
• Foster a positive workplace culture through regulatory compliance and safety measures

Who Will Benefit:

• Supervisors
• Managers
• Executives
• Risk Assessors
• Human Resources
• Personnel and CEO’s

Overview: Employee handbooks are a critical tool in providing important information to employees. They describe what employers expect of their employees and what employees can (should) expect from their employers. They provide critical information about employers and their workplaces and how employees are expected to fit in.

Employee handbooks further formalize the mutual expectations of organizations and their employees. In delineating these expectations employee handbooks create opportunities and risks for employers. Handbooks provide organizations with the opportunity to enhance the value of their human capital, make their organizations more competitive, and improve individual and organizational performance.

Conversely, handbooks can impede the achievement of business objectives, increase employment-related liabilities, and reduce managerial prerogatives by making promises or commitments to certain procedural safeguards that the organization did not intend to make. As noted in a memorandum from the General Counsel of the NLRB: incorrectly designed employee handbooks can violate the law and have a "chilling effect" on employee's activities.

Thus, employee handbooks increasingly provide the opportunity for employers to make their workforce more committed and supportive of their goals. Unfortunately, they also provide the basis for employee's legal actions - increasingly at the state and local levels - and can significantly reduce employees' commitment to organizational success.

Why should you Attend: The purposes and the scope of employee handbook policies and practices are changing and expanding. From a siloed HR activity that creates insular documents concerned primarily with communicating the organizational work rules and benefits, employee handbook policies and practices have evolved into a critical component of organization-wide management process that maximizes organization's achievement of business objectives, enhances the value of their human capital, and minimizes legal risk.

To increase the effectiveness of their employment policies, organizations will have to:

• Enhance their business, operational, and legal intelligence to ensure they have identified the changing external and internal factors that affect their policies
• Increase internal stakeholder participation in the handbook development process to obtain greater employee commitment and operational alignment
• Establish new metrics to assess handbook policy and practices performance and measure the achievement of organization goals
• Implement internal controls that identify and alert management when employee handbook process failures occur

Thus, employee handbooks will increasingly have to ensure that they are aligned with strategic and business objectives, are properly drafted, and are effectively implemented. Additionally, they will have to:

• Enhance the employment brand
• Play a key role in recruitment and retention
• Enhance employee relations, employee morale, and productivity
• Contribute to uniform and consistent application, interpretation, and enforcement of organizational policies and rules
• Protect the organization against claims of improper employee/supervisor conduct
• Reduce the organization's exposure to employment-related liabilities

From this perspective, employee handbooks will continue to play an important role in communicating with and providing information for employees.

Areas Covered in the Session:

• Key employee handbook issues in 2024
• A review of the NLRB's memorandum on employee handbooks
• How organizations can reduce the gap between policy issuance and effective implementation
• Review the basics of employee handbook development
• Discuss the expanding purposes and scope of employee handbooks
• Learn the dimensions of critical handbook policies
• Understand the framework of employee handbook audits activities

Who Will Benefit:

• HR Professionals
• Risk Managers
• Internal Auditors
• In-House counsel
• CFO's
• CEO's
• Management Consultants
• Other Individuals who want to learn how to use develop and implement employee handbooks